May, 2008

ReviewSNAP Affiliate Program

Reviewsnap

Are you looking to earn a significant passive income? Look no further! ReviewSNAP has launched it''s affiliate program and you now have the chance to make up to $200 per sale. ReviewSNAP is subscription based and we offer a 10% affiliate fee for all new sales as well as 10% for all renewals.

Deja Vu at Legal IT Leadership Summit '08

Transparent Office

I'm blogging belatedly about a conference I spoke at last week, the Legal IT Leadership Summit (LITLS), sponsored by Interwoven. This was my second time for this conference, and was a great chance to reconnect with old friends like Andy McAfee and Neil Araujo , and meet some new ones like Gordon Vala-Webb , Ben Kiker , and Doug Cornelius, whose KM Space blog I've added to my list of favorites. The conference has a really nice atmosphere--serious yet lighthearted at the same time.

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A Perfect Day

Knowledge Musings

Usually, this isn't terribly interesting information, but I made connections around the globe with friends in KM and technology. I went to the KM Forum meeting and met Ray Sims (for the first time), David Hobbie (again), Lynda Moulton, Larry Chait and several other members of the forum.

Hire/Fire Authority

Evil HR Lady

Not sure if this one is quite your ball of wax, but I'm looking for a way to say, as a positive statement, that I have had the authority/reponsibility of firing as well as hiring on my resume. Is there a better term to use? Ahh, excellent question. See, now I'm much less crabby since I no longer have 10.5 pounds of baby pummeling my ribcage.) Having supervisory experience can mean a broad range of things and certainly not all supervisors have hire/fire authority.

If you are going to fail, do it fast

SuccessFactors

It’s an old adage that you have to try and fail before you succeed, in fact entrepreneurs practically live by this code. But what about established organizations? A lot of businesses don’t feel this way, even though they should. The sooner an employee fails, the sooner the individual can move onto to the next task, […]. Uncategorized Al Bundy Engagement entrepreneur Workforce Optimization zappos

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Think With Your Head, Not Your Heart

Reviewsnap

It is often difficult to discipline an employee that we like. Some employees have a way of making their way into a manager''s heart which can make the manager''s job difficult when it comes time to deal with problems surrounding that employee. A manager certainly must show compassion and concern for employees'' welfare and development. But there is a significant difference between compassion and concern and allowing problems to slide.

More Trending

Establish A High Performance Culture

Reviewsnap

Your business should strive to be a high performing organization. Becoming a high performing business takes careful attention to detail and instilling a high level of accountability and discipline. When accountability for completing tasks and meeting expectations is lacking or loose, a business will have a very difficult time achieving a high performance state. Hiring good people is the first step in becoming a high performing business.

All Respect to the Company Directory

Transparent Office

If ever there was an application that doesn't get the respect it deserves, it's the company directory. I've spent most of the last week talking with Socialtext customers and prospects about our new People and Dashboard features. The response has been overwhelmingly positive, which has been great to see. But in some ways it has been surprising. While some of the people I talk with are really engaged by "Web 2.0″ features of the offering (social networking, tagging, expert search, etc.),

MyBusinessBooks Launches New Design

Reviewsnap

MyBusinessBooks , which offers a wealth of knowledge in their business e-books has launched a new design! The new design is streamlined to make your purchases fast and simple. Upon purchase of your book you will receive a link to download your book. But, what if I delete the email you say? Don''t worry you can go into your account now and download the book from there as well!

Managers' Self-Assessment Questionnaire

Reviewsnap

In assessing a manager''s ability to manage people, we believe it is important for a manager or supervisor to step back and look introspectively at their ability to direct the efforts of others as well as think about the environment they operate within. The following brief questionnaire is for your use in carrying out this type of self-assessment. Please respond to each question as honestly and objectively as possible in order to provide yourself with an accurate reflection of your situation.

Avoid Hair Trigger Hiring

Reviewsnap

When there are problems in a particular area of your business, make every attempt to determine the causes of the problem before hiring additional full-time permanent employees to deal with the problem. In other words, don''t automatically assume that the problem is too few people. For example, suppose a distribution company is constantly dealing with backlogs and delays in shipments. The first reaction is probably to hire more people to pick and bundle orders.

Don't Short Change Employees

Reviewsnap

Your employees are your most important asset. While the primary mission of any business is to make money, we don''t recommend doing it at the expense of employees. In other words, holding employee wages down to boost short-term profits is usually a big mistake. We emphasize looking at the long-term. Paying employees at levels that are not competitive is not a good long-term strategy for enhancing profits.

Strive for Higher Levels of Productivity

Reviewsnap

Employee productivity is one of the most important factors in overall profitability. When employees are highly productive, products and services are sold at a faster rate, overtime is reduced, staffing is kept lean and the customer is more satisfied. Productivity is often overlooked as a key variable in enhancing profitability. This web site includes a number of articles dealing with this issue.

Go Green With Online Performance Management System

Reviewsnap

Going green is a big initiative in today''s business world. ReviewSNAP Performance Management System can lead you down the right path of going paperless. According to ManageSmarter The U.S. alone uses enough office paper each year to build a 10-foot-high wall that''s 6,815 miles long. That''s more than the distance from New York to Tokyo. The average U.S. worker prints over 10,000 pages of office paper a year which equates to over 1 tree per employee a year.

Avoid Duel Reporting Relationships

Reviewsnap

Put yourself in the shoes of your employees. Would you want to be subjected to having two or more bosses? Some organizations do, in fact, have an ill-conceived organizational structure that calls for an employee to report to more than one supervisor. Since this situation nearly always creates confusion, conflict and indecision, it is wise to avoid it completely. An employee might have responsibility across two or more functional areas.

Promote An Employee Only When They Are Qualified

Reviewsnap

We believe strongly that the number one reason businesses struggle or fail is due to ineffective management. There is little doubt that most businesses do a poor job of hiring and promoting the right people into management and supervisory slots. This article focuses on promoting employees into management primarily because there is overwhelming evidence to indicate that most of these promotions are given based on improper criteria.

Lying Liars

Evil HR Lady

My question pertains to terminating an employee for lying on their application. Does it matter how the company found out they lied? Any insight would be greatly appreciated. Your question intrigues me because I'm trying to figure out how you found out about a lie in such a way that you are afraid to present the information as a reason for termination. Keep in mind that private businesses aren't subject to rules of evidence that courts of law are.

Lying Liars

Evil HR Lady

My question pertains to terminating an employee for lying on their application. Does it matter how the company found out they lied? Any insight would be greatly appreciated. Your question intrigues me because I'm trying to figure out how you found out about a lie in such a way that you are afraid to present the information as a reason for termination. Keep in mind that private businesses aren't subject to rules of evidence that courts of law are.

Firing Procedures

Evil HR Lady

My organization handed me an administration manuel w/ no hiring and firing procedures. I have a small staff and have had to fire on three occasions. The procedural steps I do use were gained by asking other senior staff in hallways what they do in this organization. And I have followed those procedures. These procedures require a supervisor to be present at the point of firing as a witness. My department doesn't have a supervisor, so I invited the head of HR to attend the event.

Firing Procedures

Evil HR Lady

My organization handed me an administration manuel w/ no hiring and firing procedures. I have a small staff and have had to fire on three occasions. The procedural steps I do use were gained by asking other senior staff in hallways what they do in this organization. And I have followed those procedures. These procedures require a supervisor to be present at the point of firing as a witness. My department doesn't have a supervisor, so I invited the head of HR to attend the event.

I Haven't Complained About Recruiters Lately

Evil HR Lady

Here is my situation. I applied for a position, and was interviewed only to never be contacted again after the standard thank you notes were sent. I've found out that the company I interviewed with is e-mailing people who worked with applicants, but who weren't listed as references. You see, they sent an email to my current company in regards to another applicant. They sent it to someone who replaced this person, asking about his work, and why he left.

I Haven't Complained About Recruiters Lately

Evil HR Lady

Here is my situation. I applied for a position, and was interviewed only to never be contacted again after the standard thank you notes were sent. I've found out that the company I interviewed with is e-mailing people who worked with applicants, but who weren't listed as references. You see, they sent an email to my current company in regards to another applicant. They sent it to someone who replaced this person, asking about his work, and why he left.

Failed Appraisals

Evil HR Lady

I relocated to a new state in 2006 and have just completed my first year at the company I am now with. So it's time for the performance review. I did my self review - the standard rate yourself from 1 - 5 on a bunch of different things blah blah blah. Today my boss came into my office with the review and said to me "You weren't here when we did the training on how to fill these out.

Carnival Update

Evil HR Lady

Just to be wild and crazy (you know how us HR types are when we get together with the lawyers)the Carnival will be published on Thursday, rather than Wednesday--just this time. The reason is that our host, Michael Moore (the lawyer, that is, not the film maker), has changed jobs and blogs. The new blog is Pennsylvania Labor and Employment Blog. Send your submissions to mmoore at mwn dot com

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Failed Appraisals

Evil HR Lady

I relocated to a new state in 2006 and have just completed my first year at the company I am now with. So it's time for the performance review. I did my self review - the standard rate yourself from 1 - 5 on a bunch of different things blah blah blah. Today my boss came into my office with the review and said to me "You weren't here when we did the training on how to fill these out.

Carnival Update

Evil HR Lady

Just to be wild and crazy (you know how us HR types are when we get together with the lawyers)the Carnival will be published on Thursday, rather than Wednesday--just this time. The reason is that our host, Michael Moore (the lawyer, that is, not the film maker), has changed jobs and blogs. The new blog is Pennsylvania Labor and Employment Blog. Send your submissions to mmoore at mwn dot com

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Wikipedia on PKM

Knowledge Musings

Bill Brantley has issued a Call to Action to the Personal Knowledge Management Community to fix up the Personal Knowledge Management entry on Wikipedia. He kindly mentions my name as one of those to mention in the reference list. I swear I did some creating / editing of the entry a while back. Even though I don't see my name in the history, I am pretty sure some of the basic structure is mine.

Calling upon Australian readers who don't blog

Knowledge Musings

An Australian researcher is looking for fellow Aussies who read blogs but do not blog themselves. Assuming the usual numbers of 1% active writers, 10% participants, and the remainder behind the scenes, there should be no end of candidates. However, "behind the scenes" implies a host of reasons, including time and desire to be known, which might work against being found out.

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I'm Alive

Evil HR Lady

We celebrated the new creature's one week birthday by him being awake at the time of his birth (3:37 a.m.). But, I am alive and I intend to resume blogging. Even though I'm operating on a serious lack of sleep, I feel so much better now and should be considerably less crabby. Thanks for all your kind wishes and thoughts. Now, if you could all wish for him to realize that day=awake and night=sleep, that would be swell

ATS 40

I'm Alive

Evil HR Lady

We celebrated the new creature's one week birthday by him being awake at the time of his birth (3:37 a.m.). But, I am alive and I intend to resume blogging. Even though I'm operating on a serious lack of sleep, I feel so much better now and should be considerably less crabby. Thanks for all your kind wishes and thoughts. Now, if you could all wish for him to realize that day=awake and night=sleep, that would be swell

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Hire/Fire Authority

Evil HR Lady

Not sure if this one is quite your ball of wax, but I'm looking for a way to say, as a positive statement, that I have had the authority/reponsibility of firing as well as hiring on my resume. Is there a better term to use? Ahh, excellent question. See, now I'm much less crabby since I no longer have 10.5 pounds of baby pummeling my ribcage.) Having supervisory experience can mean a broad range of things and certainly not all supervisors have hire/fire authority.

I said that?

Knowledge Musings

Stan Garfield asked a number of people their opinion on KM in the form of "If you were invited to give a keynote speech on knowledge management, what words of wisdom or lessons learned would you impart?" I said something smart enough that he has blogged it this week on his Weekly KM Blog, Social Networking Tools at HP, Jack Vinson, Matt Moore in America, Prediction Markets, Building Enterprise Taxonomies.

Blogging for five years

Knowledge Musings

I have been blogging for five years now. Amazing. My focus has always been around knowledge management, but the specifics and surrounding topics have wandered over the years. Thanks to all my commenters and readers. And a special thanks (again) to Jim McGee who told me, "You should really start your own blog" because I was leaving so many comments on his. (So So many, in fact, that I still get spam that thinks I have something to do with the ownership of his website.).

Adding Dependents: Evil HR Baby is Here

Evil HR Lady

I just got off the phone with the EHRL and she and the Evil Marketing Man are the proud parents of a 10 lb 8 oz, 23 inch bouncing baby boy. When asked for a quote EHRL replied, "Ouch." So congrats to the Evil Family and their new addition

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